3.1 Introduction
The previous chapter was mainly dealing with the literature review of the impact of recognition and retention of good talent in the work place. It has critically highlighted the importance and the outcomes of it if it is managed properly and if it is done fairly to all employees in the workplace. Now that this information has been gathered on how it has worked before and currently, the next stage is to conduct research. Research methodology can be defined as a systematic way to solve a problem and to have quantifiable information to make and take conclusive informed action to improve the situation. The procedures that have been taken to conduct this research have been done in consideration of the ethical issues and also provide the platform to assess the level of reliability from the sample and the sampling method used. It reiterates the appropriateness when dealing with a process or real life activities in great depth.
It also captures the emerging and eminent real issues in the organisation that could be tackled and bring about change (Noor, 2008)
3.2 Aim
The study aims to provide ways and means which the university can formulate and become strategies of ensuring that the University of KwaZulu-Natal, the Sport Administration Department can support students the best way. To assist the university maintain the standard to be a leader and the university of choice and continue to be a flagship of universities in Africa and internationally. From the perspective of being a support structure it involves a lot of extra work. Employees become parents, guardians, social workers, doctors to the students. This to a certain extent takes a toll so far as energy is concerned hence it is important to find a way of recognition and retention to these employees.
3.3 Objectives of the study
To measure the impact of recognition in the workplace.
To measure the effect of retention of good talent in the workplace.
To measure the value this is added to the organisation by good employees.
What systems can be put in place to keep good talent?
To assist the organisation to recruit, attract and keep good productive employees.
31 3.3 Research Questions
The research questions were formatted in the manner that they would be able to measure the impact of recognition in the workplace. This would be clear on the experienced employees within the institution. It would allow the measure in effect of retention of good talent in the workplace. The research questions also provided a platform to measure value brought by employees to the institution. It also emphasized on the systems that could be put in place that will ensure that good talent is kept in the institution. It also opened a platform to the respondents and management what systems can be put in place to keep good talent and also what systems can be used to recruit, attract and keep good employees in the institution.
3.4 Location of the Study and Participants
The participants are located at the University of UKZN Sports Administration department which has four campuses, Howard College campus, Westville campus, Edgewood campus, and PMB campus. The Medical school is clustered together with the Howard College campus. The participants were 62 employees. They are all permanently employed.
3.4.1 The Location of the Study
The location of the study is the University of KwaZulu-Natal, the student support service which is sports administration. The campuses that took part in the study were:
1. Edgewood Campus 2. Howard College Campus 3. Westville Campus
4. Pietermaritzburg Campus 3.4.2 Sampling
All staff members of the sports administration department were given the access to the link those who have the computers in their offices. Those who do not work with the computers were given the hard copies and requested to fill in the questionnaire. The population is 62 for all four campuses. The support structure which the sports administration department falls under has 138 employees. These include counselling, clinic, and student governance. The study was strictly for the sports administration department.
3.5 Construction of the Research Instrument
The study used a questionnaire as the research instrument. The questionnaire was made up of 26 questions. The research instrument had 5 main sections from A to E. Section A was mainly
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asking about the person himself/herself and the qualifications and about the familiarity of the facilities and usage of them in the respective campuses. Section B wanted to find out about competencies in the job that the employee is employed for. Section C dealt with the relationship between the employee and the immediate supervisor and if the employees are encouraged to come up with new suggestions. Section D dealt with communication and culture of the organisation. Section E which dealt with the strategies and suggestions in the form of input that the organisation can embark on to retain good talent.
3.6 Pretesting And Validation of Research Instrument
The questionnaire was tested on 62 staff members in the sports administration department of University of KwaZulu-Natal. All members are permanently employed. Pre-testing was done on the 15 staff members.
3.7 Reliability of Research Instrument
The research instrument is very reliable as all the staff members were explained the reasons why they were asked to assist by responding in the research. All employees asked to attend a briefing in a meeting at the Westville sports administration offices during a strategic meeting.
The questionnaire was done via Chronbach Alpha testing. Each person was going to respond once and the system does not allow the individual to submit for the second time. The employees that had to be assisted by myself to upload their hard copies had to leave their copies with me and they are there for verification purposes and they can be given to the institution to be kept for confidentiality purpose.
3.8 Administering the Questionnaire
A total of 45 questionnaires were sent via email and those who did not have access to the email were given hard copies; they numbered 15. Respondents were asked to complete the questionnaires without delay and were reminded so that they were given enough time not to put them under pressure as well. Queries were addressed via email and on the hard copies there was only one concern that needed clarity and it was addressed positively and quickly.There were only two employees who did not respond to the questionnaire. As a result 60 questionnaires were completed giving a response rate of 96.77%.
3.9 Limitations
If we could have given the study to the contract employees it could have been extended to see how they feel from the time they are here and to get an extended perspective. There are only 10 employees who are on contract.
33 3.10 Ethical Considerations
It was crucial that the ethical clearance be received before this study could be conducted. The letter from the University of KwaZulu-Natal was received after they checked the questions and the motive behind the study and the population that it would be conducted on and the manner it would be conducted. Measures were taken to protect the autonomy of the respondents and to remove any fears of victimisation and to ensure that they give their honest opinion.
An informed consent form was given to the respondents that got the hard copy and the copy version was circulated to those on email as a proof that this was done in an ethical manner. The consent form is given in Appendix A.
3.11 Data Analysis
The data obtained from the respondents was analysed and the graphs were used in the form of presenting a clear picture.
3.12 Conclusion
The study used a questionnaire, administered to 45 staff members. It was pretested to prevent any ambiguity. The data was analysed using the software for Questionpro. The researcher believes that the applicable methods used for this study were reliable and valid for the collection of the relevant data. The next chapter will give a presentation of data and the applicable analysis.
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